Rock the Change

Based on my own experience – going through the Change Process or leading Change is much easier and less stressful, when you have a better understanding about the process and you are familiar with helpful tools and methods.

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1

Change Management for team leaders and middle managers

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Embrace the Change- workshop
for all employees

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Your successful
Change plan- consultancy

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Contributing
to genuine
learning culture
Contributing to genuine
learning culture

What is Change Management?

The world we live in is changing constantly. The changes come quicker, they are more complex and volatile. Companies and organisations need to take the initiative in order to maintain a market position or gain a new one.

There is a crucial factor for achieving the intended outcomes of any Change Initiative: People.

People, who despite the Change challenges, can stay on track and deliver expected results and outcomes.

People, who have an open mindset, are curious and brave to take a risk.

People, who are able to prepare holistic transition plan and afterwards lead the team through the Change Process.

The Change Management course makes your people aware of these assets and provides some tool sets to build upon them.

Who is Change Management for?

CHANGE 1

Let me empower
your people

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The best fit for

Team leaders and middle managers

Your Team Leaders will

  • Gain perspective and learn how to deal with today’s VUCA world.
  • Build individual resilience with a structured deep dive (with tools) and be ready to lead their team through the Change Process.
  • Bring their ideas forward – they will acquire the tools to be an initiator of Change.

How does the timing look?

Timing 14 hours (net working time)
2 Days offline or 4 x 3,5 hours online

My workshops guarantee that team leaders and middle managers will be able to apply the Change Process methods and use pragmatic tools to lead the Change Development for their teams.

CHANGE 2

Embrace the
Change Workshop

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The best fit for

all employees

Your team will learn how to​

  • Build resilience to live in a VUCA world.
  • Individually process the organisational Changes in the most effective way.
  • Support others who are in the transition phase.

How does the timing look?

Timing 12 hours (net working time)
2 Days offline or 4 x 3 hours online

Empower your team with some pragmatic lessons about how to deal with Change (concept proven!) and redirect energy for prototyping instead of continuing to listen to their inner Voice of Criticism!

CHANGE 3

Your successful
Change Plan consultancy

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The best fit for

Companies, planning or leading complex and impactful Change Initiatives – changing operational systems, procedures and/or employee behaviours, restructuring, implementing new software (agile framework- welcome!).

Content

  • Providing and tailoring guidelines to build a holistic Change Plan, including a communication plan, training plan and resistance plan.
  • Personalised, solution-oriented coaching for individuals and teams.
  • Support with documentation and closing the Change project.
  • Facilitating workshops and training.

How does the timing look?

Timing up to request.

Go with the Change and let’s create the meaningful momentum
for your team, your customers and your organisation!

Go with the Change and let’s create the meaningful momentum for your team, your customers and your organisation!

CHANGE 4

Contributing to genuine learning culture

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The best fit for

Managers and Team Leaders

Your Managers and Team Leaders will learn how to:

  • Use the power of informal learning in upskilling the competences of their teams
  • Established trustful work environment (Secure the base)
  • Build and follow Individual Development Plans
  • Being Role Model

How does the timing look?

Timing 10.5 hours (net working time)
1,5 Days offline or 3 x 3,5 hours online

Schedule a time to chat with me today!
No charge and no obligation for you.

Schedule a time to chat with me today! No charge and no obligation for you.

FAQ

Not, every Change requires a complex and multidimensional Change Plan. Nevertheless, when introducing new concepts, software, operational procedures, you should at least evaluate the impact of the Change on your organisation and individuals, and then you will know if a Change Plan is needed. The Change Coach can help to evaluate the influence of Change.

There are different Change frameworks in use today, for example: the ADKAR Model, John Kotter’s 8-Step Change Model, the Influence Model. Each Model takes a slightly different approach – some are more theoretical and some are more practical – but all of them can help managers gain insight into their Change project. The Change Coach should support in the selection of the best-fitting approach.

  • Achieving the business objectives of the Change within the forecasted budget, scope and resources
  • Increased employee performance, engagement, output and satisfaction
  • Due to efficient Change implementation, further development of the company in the competitive market

Engaged and innovative employees, bringing added value to the company, excellent business development, work-life balance, capacities to focus on team and self-development, stressless work environment – all thanks to Change Management.

Are you looking for
more insights on Change?

Join my E-Mail list and get your free whitepaper on how to deal with Change in your organisation!